• 한국농촌간호학회지
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• 제6권1호
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• pp.15-22
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• 2011

Purpose: The purpose of this study was to analyze the present status of institutionalized persons and personnel of nursing homes for elders. Method: A survey questionnaire was distributed to 520 nursing homes nationwide, of which 308 nursing homes responded by completing the questionnaire. The data were collected from November 1 to November 14, 2008. The data were analyzed with descriptive statistics. Results: Most home care facilities were situated in small or medium sized cities (46.8%, 56.6% respectively). About half of the nursing homes had 50-99 institutionalized persons (43.4~42.5%). Most of the nursing homes were operated by social welfare ownership. Average number of institutionalized persons was 41.7 and operation ratio of facilities was 93.9%. For severity of problems, 30% of institutionalized persons were assessed as third grade indicating mid-point severity. The average number of personnel was 18.6. The number of full-time positions was greater than that of part-time positions. The average income for the director was 2,600,000 Korean won, for nurses, 2,000,000, for social workers, 1,940,000, for physical therapists, 1,820,000, and for care workers, 1,560,000. Conclusion: Strategies need to be developed to maximize the value of the existing workforce without impacting on the quality of care delivered.

• 간호행정학회지
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• 제19권1호
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• pp.108-117
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• 2013

Purpose: To analyze trends in salaries for registered nurses when compared with salaries for elementary school teachers from 2002 to 2009 and identify salary gaps of nurses according to workplace size and geographic location. Methods: Data were obtained from the Occupational Employment Statistics collected by the Korea Employment Information Services each year from 2002 to 2009. The study sample consisted of 2,281 registered nurses and 2,578 elementary school teachers. Linear multiple regression analyses were conducted to analyze salary trends and differences. Results: Elementary school teachers had higher monthly salaries than nurses with a baccalaureate degree after adjusting for years of work. Salary differences increased significantly by 40,000 won every year (p<.001). Nurses working in large facilities in Seoul had the highest salaries, whereas those in small/medium, non-Seoul facilities had the lowest salaries consistently over time. Salary differences between the two groups increased by 47,000 won every year (p=.001); salary differences between nurses in large, non-Seoul facilities and those in small/medium, non-Seoul facilities also increased by 40,000 won annually (p=.001). Conclusion: Geographical imbalances in the nurse workforce and nurse shortages in small/medium, non-capital facilities could be reduced by increasing the salary of nurses working in those facilities.

• 종양간호연구
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• 제3권1호
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• pp.15-23
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• 2003

Purpose: This study was to find out hospice nurses and other health professionals' perception on the system of hospice and palliative nurse specialist. Methods: Using questionnaire, 63 nurses and 22 other health professionals answered about the benefit required qualification, workforce standard, and the extent of autonomy needed for hospice and palliative nurse specialist. Data was collected from August, 2002 to November, 2002. and analyzed by using SPSS 10 program. Results: 1) 96.4% of the subjects perceived that hospice nurse specialist will improve the quality of care and patient satisfaction. 2) The most frequent response for the type of education required for hospice nurse specialist was one year post RN program. 3) The most frequent response for the required clinical experience of hospice nurse specialists was minimum of four to five years. 4) The most important qualification for the hospice nurse specialists was an "good relationship with others", and "clinical experience". 5) One to two hospice nurse specialist per hospice facility was viewed as a sufficient number. 6. Autonomy was viewed as the most important characteristic which should be granted to hospice nurse specialist. Conclusion: The results of this study can be used as a basic information in establishing hospice nurse specialist program.

• 근관절건강학회지
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• 제15권1호
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• pp.33-40
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• 2008

Purpose: This study was to find out the relationships between helplessness and health behavior of patients with rheumatoid arthritis. Method: The subjects were 293 rheumatoid arthritis patients who visit 2 rheumatology outpatient clinics in G city. Data were collected by questionnaires including Arthritis helplessness index(Nicassio, Wallston, Callahan, Herbert, & Pincus, 1985)and health behavior assessment scale(Jo, Oh & Choe, 2000). The data were analyzed with Pearson correlation coefficient, t-test, ANOVA and Duncan's multiple range test. Results: The majority of the subjects were women and the mean age was 50.4years. The mean duration of illness was 8.9years. There were negative correlations between the degree of helplessness and the degree of health behavior. The degree of helplessness was significantly high in those who were older, female, less educated, out of workforce, and those who had no chances to attend any arthritis-related classes. The degree of health behavior was significantly low in those who were older, high school graduate, in higher economic status, married, and those who had chances to attend arthritis-related classes. Conclusion: To reduce the helplessness of rheumatoid arthritis patients, the nursing intervention which is to increase the health behavior should be developed and provided to the rheumatoid arthritis patients.

• 한국산학기술학회논문지
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• 제15권5호
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• pp.2859-2869
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• 2014

본 연구는 간호조무사의 직무영역별 직무분석을 통한 직무특성이 직무만족도와 스트레스에 미치는 영향을 연구하고자 한다. 연구대상자는 서울시에 소재하고 있는 의료기관에 근무 중인 간호조무사 469명을 대상으로 2013년 5월 1일부터 9월 4일까지 연구를 실시하였다. 본 연구의 실증분석은 모두 유의수준 5%에서 검증하였으며 통계처리는 SPSS/WIN18.0프로그램을 사용하였고 빈도분석과, t-test와 일원변량분석 및 다중회귀분석을 실시하였으며 다중범위검증을 통계적으로 분석하였다. 분석결과 간호조무사의 자격증취득 연도와 연령, 최종학력에 따른 직무만족도에서 유의미한 차이가 나타났다. 그리고 직무특성에 따른 직무만족도 차이에서는 근무지와 담당직무영역 및 근무형태에서 가장 높게 나타났다. 본 연구의 시사점은 간호조무사의 직무능력 향상과 전문 간호 인력이 되도록 담당 직무영역별로 표준화된 업무지침과 교육프로그램을 통해 지속적인 관리가 이루어 져야 할 것으로 사료된다.

• 한국간호교육학회지
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• 제30권1호
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• pp.49-60
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• 2024

Purpose: The coronavirus disease 2019 (COVID-19) pandemic has had significant physical and psychological impacts on registered nurses (RNs). This study aimed to identify long COVID symptoms and their associated factors specifically among RNs. Methods: This descriptive correlational study's sample comprised 189 nurses (31.57±5.98 years, 93.7% female) in Korea. Self-reported long COVID symptoms were assessed using the COVID-19 Yorkshire Rehabilitation Scale. Data were collected from December 31, 2022, to January 13, 2023, using the online survey method and were analyzed using independent t-test, Wilcoxon signed-rank test, one-way ANOVA, Pearson's correlation, and a multiple linear regression analysis with the IBM SPSS Statistics 26.0 program. Results: A total of 179 participants (94.7%) experienced one or more long COVID symptoms. The most prevalent symptoms were weakness (77.8%), fatigue (68.3%), breathlessness (67.7%), cough/throat sensitivity/voice change (50.3%), and sleep problems (50.3%). The factors related to long COVID symptoms were marital status, type of institution, working time, acute COVID-19 symptoms, and vaccination status. The quarantine period (β=.26, p<.001) and the nursing workforce after COVID-19 (β=-.17, p=.018) were significantly associated with long COVID symptoms (Adjusted R² =.33). Conclusion: Providing comprehensive recognition is necessary for the understanding of long COVID symptoms and their associated factors among nurses and could promote a long COVID symptom management education program targeted at nurses. Moreover, it could facilitate effective nursing care and education plans for long COVID patients.

• 대한간호학회지
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• 제47권6호
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• pp.828-841
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• 2017

Purpose: This study aimed to analyze the impact of increasing the supply of newly licensed nurses on improving the hospital nurse staffing grades for the period of 2009~2014. Methods: Using public administrative data, we analyzed the effect of newly licensed nurses on staffing in 1,594 hospitals using Generalized Estimating Equation (GEE) ordered logistic regression, and of supply variation on improving staffing grades in 1,042 hospitals using GEE logistic regression. Results: An increase of one newly licensed nurse per 100 beds in general units had significantly lower odds of improving staffing grades (grades 6~0 vs. 7) (odds ratio=0.95, p=.005). The supply of newly licensed nurses increased by 32% from 2009 to 2014, and proportion of hospitals whose staffing grade had improved, not changed, and worsened was 19.1%, 70.1%, and 10.8% respectively. Compared to 2009, the supply variation of newly licensed nurses in 2014 was not significantly related to the increased odds of improving staffing grades in the region (OR=1.02, p=.870). Conclusion: To achieve a balance in the regional supply and demand for hospital nurses, compliance with nurse staffing legislation and revisions in the nursing fee differentiation policy are needed. Rather than relying on increasing nurse supply, retention policies for new graduate nurses are required to build and sustain competent nurse workforce in the future.

• 지역사회간호학회지
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• 제13권4호
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• pp.757-766
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• 2002

Purpose: Recently there have been many changes in health care environments in Korea. To perform public health programs effectively and efficiently, it is necessary to analyze and identify the demand and supply for the public health nurses. Method: The study analyzed experts' opinions regarding the supply of public health nurses, as well as national and foreign statistical data on workforce supply of public health nurses. Two methods for estimating the amount of demand for public health nurses were used: one was applying the indicators of developed countries for public health nurses based on population: the other was to refer to regulations and/or recommended guidelines in Korea. Result: 1) The number of public health centers, public health sub-centers, and primary health care posts have decreased between 1990 and 2001, from 260 to 242, 1318 to 1270, 2038 to 1907, respectively. 2) Between 1997 and 2002, the number of public health nurses has also decreased from 5572 to 5112. 3) In the case of applying regulations, the number (5112) of existing public health nurses falls shortly by 942. 4) In 2001, the Korean population per one public health nurse was 9262. 5) In the case of applying regulations, the number of public health nurses required to meet the demand for health services in 2001 and 2020 is estimated at 5932 and 6347, respectively. 6) In the case of applying the indicators of developed countries, the number of public health nurses required to meet the demand for health service in 2001 and 2020 is estimated at 9.469 and 10.310, respectively. Conclusion and suggestions: Because of the importance of public health industry, public health nurses have been approved as a field specialist and specialized nurse practitioner by the newly revised legal regulation, there have been absence of approval of their role differentiation and capability. In addition, organizational activity and insufficient number of the public health nurses have contributed to the inactive utilization of them. As community public health is focused on caring individuals as well as organizations, it requires more autonomy and special skills than other fields. Therefore, public health nurses need to enhance the capability as health educator, consultant, and information management persons through advanced education course for public health nurses. Public health nurses need to be prepared as advanced nurse practitioners by receiving advanced education courses and field experiences.

• Safety and Health at Work
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• 제2권3호
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• pp.250-259
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• 2011

Objectives: Intimate partner violence (IPV) is a significant global public health concern, affecting 5.3 million US individuals annually. An estimated 1 in 3 women globally are abused by an intimate partner in their lifetime, and the effects carry over into the workplace. This article examines employers' perceptions of IPV in the workplace, targeting supervisors of Latina employees. Methods: Fourteen employers and supervisors of small service-sector companies in Oregon were interviewed using semi-structured interviews. Interpretive description was used to identify themes. These qualitative interviews preceded and helped to formulate a larger workplace intervention study. Results: The following themes were found and are detailed: (1) factors associated with recognizing IPV in the workplace, (2) effects of IPV on the work environment and (3) supervisors' responses to IPV-active vs. passive involvement. Also, supervisors' suggestions for addressing IPV in the workplace are summarized. Conclusion: These findings demonstrate the need for more IPV-related resources in the workplace to be available to supervisors as well as survivors and their coworkers. The needs of supervisors and workplaces vary by site, demonstrating the need for tailored interventions, and culturally appropriate workplace interventions are needed for Latinas and other racially and ethnically diverse populations.

• 보건의료산업학회지
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• 제9권4호
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• pp.51-62
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• 2015

Objectives : Identify the factors that affect organizational citizenship behavior of hospital nurses, and to provide a basis for developing an effective nursing workforce management system. Methods : Participants of this study were 214 nurses serving at general hospitals located in B Metropolitan City. Data collection was performed from Oct.15th to 25th, 2014. The methods of analyzing data were ANOVA, Scheffe's-Test, Pearson's Correlation Coefficient Analysis and the Stepwise Multiple Regression Analysis according to the SPSS WIN 18.0 Program. Results : Emotional intelligence explained 42.1% of the subjects' organizational citizenship behaviors. This figure increased to 48.7, 51.3 and 52.3%, respectively when other three factors of job satisfaction, age and educational background were added on a one-by-one basis. Conclusions : Considering that emotional intelligence is a critical factor in organizational citizenship behaviors, general hospitals should develop and implement education and training programs that can raise their nurses' emotional intelligence and job satisfaction and, concomitantly, promote their organizational citizenship behaviors provided that feedbacks is provided later.